WHAT EMPLOYERS NEED TO KNOW ABOUT MENOPAUSE IN THE WORKPLACE

There are 13 million people in the UK experiencing perimenopause or menopause, and 75 – 80% of menopausal aged people are in work.?Despite this, open conversations around menopause simply don’t occur enough in the workplace. There is an unmistakeable need for employers to include themselves in the menopause conversation.

To gain deeper understanding it’s helpful to start with the ‘what’s’ and ‘how’s’.

MENOPAUSE – what is it?

Menopause normally occurs between the ages of 45 – 55, when a person’s periods stop due to reduced hormone levels. If someone has had chemotherapy or surgery to remove their ovaries or uterus, it may occur sooner.?Though sometimes it is down to genetics, or unknown reasons. Enduring the symptoms of menopause, often beginning in perimenopause, can be a challenging time for many.

PERIMENOPAUSE – what is it?

The period of transition before menopause, is called perimenopause.?This phase can last from a few months to a decade before menopause starts.?Again, this can be a difficult time for those experiencing the change.

HOW PERIMENOPAUSE OR MENOPAUSE AFFECTS PEOPLE

Each person’s experience of perimenopause or menopause will be unique, ranging from no symptoms at all, to experiencing very challenging symptoms. Typical symptoms include memory issues, irregular menstrual periods (during perimenopause), vaginal dryness, hot flushes, trouble sleeping, mood disturbances and weight gain.

HOW THIS AFFECTS PEOPLE IN THE WORKPLACE

Six out of ten people experiencing the symptoms of perimenopause and menopause report that it affects them negatively*.?Some of the challenges this can pose in the workplace are listed below:

-???????Stigma associated with perimenopause and menopause. Although the topic of health and wellbeing is now more commonly discussed in the workplace, speaking about menopause with colleagues and managers is often a topic not openly discussed, especially if those co-workers have not or will not experience the menopause.

-???????The discomfort and embarrassment brought about by symptoms.

-???????The mental symptoms of menopause, including mood swings, memory issues and concern about not fulfilling work duties to the standard held previously. This can bring about feelings of anxiety, depression, or low self-esteem.

HOW MIGHT MENOPAUSE AFFECT YOUR BUSINESS?

10% of women leave the workforce due to menopause and 1 in 4 consider leaving (research conducted by menopause specialists, Health & Her). Given the typical age at which menopause can occur, it is likely this will impact some talented, skilled employees.

Staff retention is often vital to organisational success. Losing experienced staff at this stage could be detrimental to your business, both in terms of recruitment and training costs plus the loss of key knowledge.

Fortunately, there are ways your organisation can support menopause in the workplace.

THE EQUALITY ACT AND MENOPAUSE

While not specifically protected under the Equality Act, if employees experiencing perimenopause or menopause are treated unfairly by their employer because of their menopause experiences, this could amount to discrimination.

The FairPlay Employer team are often asked by professionals how their business can accommodate staff members experiencing menopause to ensure that they are fully supported.

-???????Employers should discuss (and review) requirements for adjustments with their employees, considering changes in duties, role or conditions.

-???????Reasonable adjustments may include providing additional uniforms, a desk fan, introducing agile working and home working where possible, and freedom to attend appointments. As people experience menopause differently, support should be given to individuals on a case-by-case basis.

-???????Managers of all genders should be upskilled on supporting employees experiencing perimenopause and menopause to make reasonable adjustments and create a supportive environment where issues can be discussed openly.

-???????Adding menopause support to your business wellbeing strategy is a positive step, as is appointing menopause champions who can provide support to employees.

Contact our expert team at FairPlay Employer to discuss tailored support and actions that can benefit your workforce, at?[email protected]?or on 0300 365 0445.